Life is pretty simple: You do some stuff. Most fails. Some works. You do more of what works. If it works big, others quickly copy it. Then you do something else. The trick is the doing something else.
--Tom Peters

Is this not an interesting discussion for a workshop or breakfast ????

When companies are developing strategies for attracting candidates, there are several techniques, tools and sources evaluated. Many companies often turn to their employment value proposition (EVP). The EVP is a powerful branding technique designed to define and promote the value of working for an employer, e.g. fitness center, day care, great leadership, culture, etc.

However, as we continue to find ways to source and attract talent, we often run into challenges such as generation, diversity, education, etc. Is promoting our companies employment brand enough, does it really provide the value you think it does, or do we now need to change our thinking and approach and begin to promote a candidate value proposition? Let me know your thoughts. I feel that EVP should not be compromised or diluted. A CVP may be a facet of the EVP and a company should from time to time revisit the EVP in order to be competitive. It's the same as for any other brand. A Value Proposition may have to change from time to time based on market trends.

Is promoting our companies employment brand enough, does it really provide the value you think it does, or do we now need to change our thinking and approach and begin to promote a candidate value proposition? Let me know your thoughts.

VIP Payroll / Skills Development / Food Industry

Does anyone from the Food Industry use VIP Payroll & know how to link VIP to provide all relevant data for Skills Development purposes ???

One of my clients commences wage negotiations in JHB and was wondering if my network included anyone from the FMCG sector who would be prepared to share with us what their lowest grade employees earn (per hour, per week) and even their Forklift and Reach Truck drivers etc (bargaining unit information)? She would be willing to share her information with you.

Regards

Trevor Gildenhuys
Talent Network

on behalf of my client
HR Director
Cape Town

Does anyone have a POLICY ON CELL PHONES & TECHNOLOGY, with regrads to taking the cell phone on site & being able to use it to photograph information in the plant & relay it to competitors.

Of the people we spoke to, no-one has a specific policy. One company thought it would be a good idea because their business is about design and new ideas.

We know that the issue should be covered by confidentiality, copyright and intellectual property clauses that people should have in their employment contracts.

Does anyone have any input ???

Regards

Trevor Gildenhuys
Talent Network
083 443 1173

Two Clients of Talent Network had a number of Specialist Staff who couldn't fit into a standard Job Grading model. A Service Provider I connected them with, assisted in introducing something called Job Family Modeling & created a range of levels, so as to provide a succession path outside of management, a way of recognising & rewarding great performance / value-add & a way to retain critical Specialist Staff. Please email me for further information - trevor@talentnetwork.co.za